The Changing Process of the Quality of Work – 8th Joint Workshop of the IWH and IAB on Labor Market Policy
Herbert S. Buscher
Wirtschaft im Wandel,
No. 11,
2011
Abstract
Am 20. und 21. Oktober 2011 fand zum achten Mal der gemeinsame Workshop des IWH und des Instituts für Arbeitsmarkt- und Berufsforschung (IAB) in Halle (Saale) statt. Das diesjährige Leitthema befasste sich mit der Qualität der Arbeit im Wandel. Ein Grund für die Wahl des Schwerpunktthemas war, dass sich seit einiger Zeit auf dem Arbeitsmarkt ein Trend zu sinkenden Arbeitslosenzahlen abzeichnet. Dies wird oft als Beleg einer erfolgreichen Arbeitsmarktpolitik gewertet. Der Fokus auf rein quantitative Aspekte vernachlässigt allerdings die Qualität von Beschäftigung. In den letzten Jahren ist zugleich die Rede von einem Wandel der Arbeitswelt. Dabei wird (Erwerbs-)Arbeit in der Arbeitsmarktforschung nicht nur unter den Gesichtspunkten Einkommen,
Beschäftigungssicherheit und Aufstiegsmöglichkeiten betrachtet. Zunehmend rücken auch Aspekte wie die Sinnhaftigkeit von Tätigkeiten, Work-Life-Balance, Selbstverwirklichung, Autonomie und Arbeitszufriedenheit in den Mittelpunkt.
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On the Economic Architecture of the Workplace: Repercussions of Social Comparisons among Heterogeneous Workers
Oded Stark, Walter Hyll
Journal of Labor Economics,
No. 2,
2011
Abstract
We analyze the impact on a firm’s profits and optimal wage rates, and on the distribution of workers’ earnings, when workers compare their earnings with those of co-workers. We consider a low-productivity worker who receives lower wage earnings than a high-productivity worker. When the low-productivity worker derives (dis)utility not only from his own effort but also from comparing his earnings with those of the high-productivity worker, his response to the sensing of relative deprivation is to increase the optimal level of effort. Consequently, the firm’s profits are higher, its wage rates remain unchanged, and the distribution of earnings is compressed.
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Lohnpolitische Koordinierung in der EU: Wie Gewerkschaften agieren
Toralf Pusch, Vera Glassner
Wirtschaft im Wandel,
No. 12,
2010
Abstract
In den letzten Monaten hat sich die Diskussion über mehr wirtschaftspolitische Koordinierung in der EU und insbesondere in der Europäischen Wirtschafts- und Währungsunion intensiviert. Dabei wurde unter anderem die unterschiedliche
Entwicklung der preislichen Wettbewerbsfähigkeit thematisiert. In diesem Zusammenhang sind die seit einigen Jahren von den europäischen Branchengewerkschaftsverbänden forcierten Bemühungen
zur Koordinierung der Lohnverhandlungen von besonderem Interesse, da die daraus resultierenden Lohnpolitiken womöglich Folgen für den
weiteren Bedarf an wirtschaftspolitischer Abstimmung in der Europäischen Wirtschafts- und Währungsunion haben könnten. Am Beispiel des 1997
gegründeten Lohnverhandlungsnetzwerks der IG Metall in Nordrhein-Westfalen und der Metallgewerkschaften Belgiens sowie der Niederlande wird in diesem Beitrag die tatsächliche Effektivität der grenzüberschreitenden lohnpolitischen Koordinierung untersucht, sowohl hinsichtlich der Zielsetzungen der Gewerkschaften als auch der Wirtschaftspolitik der EU. Es zeigt sich, dass das gewerkschaftliche Ziel einer produktivitätsorientierten Lohnentwicklung seit der Einrichtung des Netzwerks tendenziell erreicht werden konnte. Für eine Orientierung an der jüngst in der „Europa 2020“- Strategie bekräftigten Lohnleitlinie der EU-Wirtschaftspolitik konnte hingegen keine Evidenz gefunden
werden.
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The Emergence of Wage Coordination in the Central Western European Metal Sector and its Relationship to European Economic Policy
Vera Glassner, Toralf Pusch
Abstract
In the European Monetary Union the transnational coordination of collective wage bargaining has acquired increased importance on the trade union agenda. The metal sector has been at the forefront of these developments. This paper addresses the issue of crossborder coordination of wage setting in the metal sector in the central western European region, that is, in Germany, the Netherlands and Belgium, where coordination practices have become firmly established in comparison to other sectors. When testing the interaction of wage developments in the metal sector of these three countries, relevant macroeconomic (inflation and labour productivity) and sector-related variables (employment, export-dependence) are considered with reference to the wage policy guidelines of the European Commission and the European Metalworkers’ Federation. Empirical evidence can be found for a wage coordination effect in the form of increasing compliance with the wage policy guidelines of the European Metalworkers’ Federation. The evidence for compliance with the stability-oriented wage guideline of the European Commission is weaker.
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Is East Germany Catching Up? A Time Series Perspective
Bernd Aumann, Rolf Scheufele
Post-Communist Economies,
2010
Abstract
This article assesses whether the economy of East Germany is catching up with the West German region in terms of welfare. While the primary measure for convergence and catching up is per capita output, we also look at other macroeconomic indicators such as unemployment rates, wage rates and production levels in the manufacturing sector. In contrast to existing studies of convergence between regions of the reunified Germany, our approach is based purely upon the time series dimension and is thus directly focused on the catching up process in East Germany as a region. Our testing set-up includes standard ADF unit root tests as well as unit root tests that endogenously allow for a break in the deterministic component of the process. We find evidence of catching up for East Germany for most of the indicators. However, the convergence speed is slow, and thus it can be expected that the catching up process will take further decades until the regional gap is closed.
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Differences in Labor Supply to Monopsonistic Firms and the Gender Pay Gap: An Empirical Analysis Using Linked Employer‐Employee Data from Germany
Boris Hirsch, Thorsten Schank, Claus Schnabel
Journal of Labor Economics,
No. 2,
2010
Abstract
This article investigates women’s and men’s labor supply to the firm within a semistructural approach based on a dynamic model of new monopsony. Using methods of survival analysis and a large linked employer‐employee data set for Germany, we find that labor supply elasticities are small (1.9–3.7) and that women’s labor supply to the firm is less elastic than men’s (which is the reverse of gender differences in labor supply usually found at the level of the market). Our results imply that at least one‐third of the gender pay gap might be wage discrimination by profit‐maximizing monopsonistic employers.
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Volatile Multinationals? Evidence from the Labor Demand of German Firms
Claudia M. Buch, A. Lipponer
Labour Economics,
No. 2,
2010
Abstract
Does more FDI make the world a riskier place for workers? We analyze whether an increase in multinational firms' activities is associated with an increase in firm-level employment volatility. We use a firm-level dataset for Germany which allows us to distinguish between purely domestic firms, exporters, domestic multinationals and foreign multinationals. Employment in multinationals could be more volatile than employment in domestic firms if multinationals were facing more volatile demand or if they react more to aggregate developments. We therefore decompose the labor demand of firms into their reaction and their exposure to aggregate developments. We find no above-average wage and output elasticities for multinational firms.
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Monopsonistic Labour Markets and the Gender Pay Gap: Theory and Empirical Evidence
Boris Hirsch
Lecture Notes in Economics and Mathematical Systems,
No. 639,
2010
Abstract
This book investigates models of spatial and dynamic monopsony and their application to the persistent empirical regularity of the gender pay gap. Theoretically, the main conclusion is that employers possess more monopsony power over their female employees if women are less driven by pecuniary considerations in their choice of employers than men. Employers may exploit this to increase their profits at the detriment of women’s wages. Empirically, it is indeed found that women’s labour supply to the firm is less wage-elastic than men’s and that at least a third of the gender pay gap in the data investigated may result from employers engaging in monopsonistic discrimination. Therefore, a monopsonistic approach to gender discrimination in the labour market clearly contributes to the economic understanding of the gender pay gap. It not only provides an intuitively appealing explanation of the gap from standard economic reasoning, but it is also corroborated by empirical observation.
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